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human Resource Mgt > Chapters 1-5 > Flashcards

Chapters 1-5 Flashcards

1
Q

An integrated set of systems, practices, and policies in an organization that focuses on thề effective deployment and development of its employees

A

HRM

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2
Q

A strategic approach to decreasing the number of employees in a company

A

Downsizing

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3
Q

Hiring an external personal(or a company) to do work that had previously been done by an internal employee.

A

Outsourcing

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4
Q

Conducting work activities away from the office through the use of technology.

A

Telecommuting

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5
Q

A process used to translate customer needs into a set of optimal tasks performed in concert with one another

A

Six sigma

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6
Q

The value that employees provide to an org through their knowledge skills and abilities that may not show up on a company’s balance sheet but have tremendous impact on an organization’s performance

A

Human capital

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7
Q

What is necessary for orgs to be diff from their competition and provide ongoing value to their customers

A

Core competencies

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8
Q

Practices that you can make in order to keep the employees engage:

A

Communicating with them at all times
Helping them to work better
Allowing them to work powerfully
Providing strong leadership
Providing the employee a personal and professional development
Ensuring recognition and rewards are appropriate

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9
Q

Development and implementation of HRM systems, practices, and policies that enable the human capital(employees) to achieve the business objectives.

A

HRM Strategy

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10
Q

Cover basic employment conditions labour relations and health and safety in federal

A

Canada Labour code

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11
Q

Info and rights of employees regarding personal info

A

PIPEDA personal info protection and electronic documents act

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12
Q

The excludion of members of certain groups through the app of employment policies or practices based ớn criteria that are not job-related

A

Systemic discrimination

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13
Q

Job qualifications that may be discriminatory due to business or safety reasons

A

BFOQ Bona Fide Occupation’s Qualifications

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14
Q

Requirement thát employers adjust employment practices to avoid discrimination

A

Duty to accomodate

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15
Q

Any conduct or comment that a reasonable person would consider objectionable or unwelcome

A

Harassment

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16
Q

Human rights commission dispute resolution process

A

Complaint received
Screening and investigation
Employer notified
Mediation
Tribunal hearing

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17
Q

This type of legislation are items such ss hours of work, min wages, overtime pay, vacation pay, public holidays, and who is covered by legislation

A

Employment standard legislatiob

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18
Q

Governs processes and procedures between trade unions and employersz

A

Labour relations code

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19
Q

Governs employer responsibility for healthy and safe workplace

A

Occupational health and safety act

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20
Q

A distinct canadian process for achieving equality in all aspects of employment.

A

Employment Equity

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21
Q

Women members of visible minoritiee, indigenous peoples, and persons with disabilities who have been disadvantaged in employment

A

Designated grps

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22
Q

Putting the concept of diversity into action

A

Inclusion

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23
Q

The combination of organizational policies and practices that supports and encourages employee differences in order to reach business objectives.

A

Diversity

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24
Q

Things that matter to us that motivate our behavior

A

Ethics

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25
Q

Collective understanding of beliefs and values that guide how employees act and behave

A

Organizational culture

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26
Q

Any cut, fracture, sprain, or amputation resulting from a workplace accident

A

Occupational injury

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27
Q

Abnormal condition or disorder resulting from exposure to envtl factors in the workplace(acute and chronic illnesses)

A

Occupational illness

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28
Q

A disease resulting from exposure relating to a particular process, trade, or occupation in industry. With regard to parts of the body affected by accidents, injuried to the back occur most frequently, followed by leg, arm and finger injuires.

A

Occupational disease

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29
Q

What are the hr functions/practices?

A
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30
Q

Changes happening around the organzation which we need to consider

A

Business topics
Changes in firm
Demographics
Sustainability
Human capital
Technology and quality
Global economy

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31
Q

Purpose of manager

A

Making hiring decision
Coaching and developing employees
Reviewing employee performance

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32
Q

Keylink bet the employees and the organization

A

Manager

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33
Q

This legislation includes canada post banks insurance communication companies railway companies airlines

A

Federal legislation

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34
Q

Covers thẻ discrimination and harassment

A

Canadian human right act

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35
Q

Administer the canada labour code

A

Canada industrial relations board

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36
Q

Canadian human rights act is administerd by…

A

Canadian human rights commission

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37
Q

It involves the basic employment conditions, labour relations, and health and safety in the federal sector

A

Canada labour code

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38
Q

3 main sources of people to hire to work in intl operations.

A

Expatriates
Host country nationals
Third country nationals

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39
Q

Employees from ân organization’s home country who move to the intl country where the org does business

A

Expatriates

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40
Q

Employees who are natives of the country where an organization conducts intl business

A

Host country nationals

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41
Q

Employees who are natives of a country other than the home country of the org or the country in which the intl business is being conducted.

A

Thirdcountry nationals

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42
Q

The key role of manager

A

Effectively lead the people

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43
Q

Manager uses the info on the job description as a basis for indentifying the work envt conditions and the physical and mental capability required to perform the job to ensure it is performed safely.

A

Health and safety

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44
Q

Type of organization that is responsible for the enforcement of federal and or provincial hunan rights laws

A

Human rights tribunals or commisions

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45
Q

Moving local or regional business into the global marketplace.

A

Globalization

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46
Q

A person who is ahired by contract to perform a specific job and is not considered part of the employees base.

A

Independent contractor

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47
Q

Refers to using comm tech and info to bully someone

A

Cyberbullying

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48
Q

It balances the needs of the employees and the requirements of the company

A

Six sigma

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49
Q

Aboriginal or indigenous peoples overall aged 25-64 had a bachelor’s degree or higher

A

10.9

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50
Q

Canadians aged 25-64 had either college or univ qualifications

A

54

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51
Q

College diploma

A

23%

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52
Q

With a univ degree that are employed

A

80%

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53
Q

Family friendly

A

Daycare
Parental leave
Spousal involvement in career plan
Assitance with fam problems
Job sharing
Teleworking
Executive transfers
Flex work hours

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54
Q

2 main types of corporate strategies

A

Restructuring
Growth

55
Q

The basis of which strategy is formed by the question how should we compete

A

Business strategy

56
Q

The basis of which strategy is formed by the question what business should we be in

A

Corporate strategy

57
Q

Cornerstone of contemporary employment legislation

A

Canadian charter of rights and freedoms

58
Q

Guarantees certain rights and freedoms in pur society. Have an opportunity equal with other indis to make for themselves the lives that they are able and wish

A

Canadian charter of rights and freedoms

59
Q

A legislation that includes penalties for psychological harassment

A

Health and safety legislation

60
Q

Cad economy is affected by intl competition

A

70-80%

61
Q

Percentage of women represented in the public sector

A

63%

62
Q

Percebtageof the labour force will be foreign born by 2034

A

34%

63
Q

What human rights legal concept is displayed when an employer’s workforce is representative of a single group in society and the conpany receuits by only posting job vacancies within the company

A

Systemic discrimination

64
Q

Accommodating employees within reasonable financial expenditures

A

Undue hardship

65
Q

Term refers to an organization’s programs that offer relaxation techniques and fitness facilities

A

Wellness programs

66
Q

Program to provide short-term counseling and referrals to appropriate professionals

A

Employee assistance programs

67
Q

Name of the info system for labelling hazardous substances

A

Workplace hazardous materials information systems whmis

68
Q

Documents supplied by the supplier containing detailed info regarding hazardous material

A

Safety data sheets

69
Q

Who sets the tone for safe and healthy work practices

A

Ceo and other senior leaders

70
Q

Giving preference to members of certificate grps such that others feel they are the subjects of discrimination

A

Reverse discrimination

71
Q

Involves the identification and removal of systemic barriers to employment opportunities that adversely affect designated grps.

A

Employment equity act

72
Q

The practice of equal pay for work of equal value

A

Pay equity

73
Q

Process to ensure that an org has people available eho have the right competencies and that these people are being effectively utilized in the right capacities in order for the company to achieve its desired objectives

A

Human Resource planning

74
Q

Legal term referes to targeted staffing and training to redress past discrimination relating to employment and employment practices.

A

Employment equity

75
Q

Process of setting overall org objectives and developing plans to achieve them.

A

Strategic planning

76
Q

Qualitative approach Asking managers for their predictions regarding the future demand for employees

A

Mgt. forecasts

77
Q

Quantitative approach using numerical data to look for patterns in order to predict future demand for employees

A

Trend analysis

78
Q

Describes how employees typically move into within and out of the org.

A

Markov analysis

79
Q

Graphs displaying the jobs in an org and showing the no of people currently in these jobs. Anticipated demand for the no. Of people to fill each job

A

Staffing tables

80
Q

Information about the education experiences skills etc of employees

A

Skill inventory

81
Q

Natural departure of employees through people quitting retiring or dying

A

Attrition

82
Q

Occurs when an organization’s demand for employees is less than the number of employees currently employed

A

Oversupply of labour

83
Q

Oversupply

A

Leave of absence without pay
Attrition
Reduce work hours
Job sharing

84
Q

Shortage of labour

A

Part time
Use of overtime
Retention strategies
Independent contractor

85
Q

The process of locating and encouraging people to apply for job.

A

Recruitment

86
Q

An organization’s reputation as an employer

A

Employment branding

87
Q

Info tech has made it possible for organizations to create databases that contain the complete records and qualifications of each employee

A

Hrm systems

88
Q

The process of identifying developing and tracking key employees fo future promotions or transfers

A
89
Q

Area from which the applicants are recruited

A

Labour market

90
Q

Amount of commitment and dedication an employee has toward the job and the org

A

Employee engagement

91
Q

External recruiting sources can provide employers with high quality candidates

A

Employee referrals

92
Q

A continuous process of choosing from the pool of applicants and hiring indis who are the best able to fulfill the requirements of the job

A

Selection

93
Q

Selection tool providing comparable data over time

A

Reliability

94
Q

How well selection procedure measures what it is intended to measure

A

Validity

95
Q

Question about what a person actually did in a given situation. Real work incidents not hypothetical situations

A

Behavioral description interview question
BDI

96
Q

Question in which an applicant is given a hypothetical incident and asked how he or shewould respond to it.

A

Situational question

97
Q

Evaluate brain-based skills such as memory, problem solving and numerical ability.

A

Cognitive ability test

98
Q

Measure personal characteristics such as openness. This type pf awareness can be useful when assessing candidates for managerial roles

A

Personality and interest inventories

99
Q

Term refers to the physiological mental and emotional tension caused in response to a demanding environment. M

A

Stress

100
Q

Type of employment test meadures ei particularly for leadership roles

A

Emotional intelligence

101
Q

Type of employment test that evaluate a person’s physical abilities due to the requirements of the job

A

Physical ability tests.

102
Q

Require the applicant to perform tasks that are part of the work required on the job.

A

Job sample test

103
Q

Percentage pf applicants who proceed to the next stage of the selection process

A

Yield ratio

104
Q

Proportion of applicants for 1 or more positions who are hired/ the no of hired employees to the no. Of applicants

A

Selection ratios

105
Q

No. Of applicants from each source and no of qualified applicants from each source

A

Source analysis

106
Q

Expenses incurred per successful hiring decision

A

Cost per hire

107
Q

Lapsed time from when the job is advertised to when the selected person begins working for the organization

A

Time to hire

108
Q

A grp of rekated acts and duties

A

Job

109
Q

Position

A

Specific duties and responsibilities performed by only one emmployee

110
Q

Task or activities that need to be completed

A

Work

111
Q

The part played by an employee within an org. And the associated expected behaviors

A

Role

112
Q

Subjective opinions about the ideal reqts of the job.

A

Job design

113
Q

The employee hired to do a job

A

Job incumbent

114
Q

Process of obtaining info about jobs by determininng duties, acts, knowledge, skilss associated with the jobs.

A

Job analysis

115
Q

Objective and verifiable information info about the reqts of a job .

A

Job analysis

116
Q

Written doc listing the types of duties responsibilities and the skills(job description) needed to successfully perform the work

A

Job description

117
Q

Uses of info from job analysis

A

Recruitment
Selection
Performance mgt
Training and devt
Health and safety
Compensation

118
Q

Managers have a clear virw of how jobs should be restructed to meet future organizational reqts.

A

Future oriented

119
Q

Emphasis is put on characteristics or behaviors of successful performers rather than on standard job duties and tasks

A

Competency based approach

120
Q

Updated as the nature of the work changes

A

Living job

121
Q

Process of defining and organizing tasks roles and other processes to achieve employee goals and organizational effectiveness

A

Job design

122
Q

Strategy in which people move from one job to another to learn new tasks

A

Job rotation

123
Q

Strategy in which a person’s job expands in the type sof tasks he or she is expected to perform

A

Job enlargement

124
Q

Strategy in ehich a person’s job tasks on higher order responsibilities

A

Job enrichment

125
Q

Person chooses how to complete work in a way that is most engaging and stimulating

A

Job crafting

126
Q

A leader takes on multiple responsibilities and activities rather than 1 well defined functional or leadership role

A

Leadership teams

127
Q

An approach to job design that recognizes the link between motivational factors and components of the job to achieve improved work performance and job satisfaction

A

Job characteristics model

128
Q

Variety of different activities which require a number of different skills and talents

A

Skill variety

129
Q

Completion of whole and identifiable piece of work that is doing a job from beginning to end with a concrete outcome

A

Task identity

130
Q

The impact on the lives or work of the other people whether in the immediate org or in the external envt

A

Task significance

131
Q

Amount of independence freedom and discretion

A

Autonomy

132
Q

Comments and clear info founded based upon output and accomplishments

A

Feedback

133
Q

Underline the adage that the contributions of 2 or more employees are greater than the sum of their indi effort

A

Enhancing synergy

human Resource Mgt (1 decks)

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